7 Tips To Build & Manage A Good Team

3- Strike the right balance

Why this is important: Most projects require a mix of activities. A team needs to have a balanced set of skills, especially if the majority of the members are specialists in their field (consultants, analysts, IT experts). All skills will come into play while the team carries out its task, and any lack can result in the hampering of the project. Most managers make the common mistake of mixing skill sets with complete disregard to mixing personality types. Unbalanced teams may result in personal politics and ”turf wars,” and may lead to increased divisions in the team.

How this is done: A balance in terms of personality and temperament also needs to be achieved, which will promote better relationships between members of the team. Closely watch the interpersonal dynamics within the team. The manager may be asking for trouble if he teams the extroverted and high-energy marketing consultant with the reserved and calm product manager to design the product positioning strategy. Choose team members who have the skill sets along with the adaptability and flexibility to work with different people.

4- Manage the team mix

Why this is important: It is difficult to predict whether the team mix is correct and if it facilitates success; therefore, constant monitoring is indispensable. Allowing someone to remain on the team when they are a mismatch can prove counter productive. Other members may become resentful when no action is taken and they are obligated to cover for a non-productive member.

How this is done: The team’s perception of itself is crucial. There may be a “social animal” on the team and their major contribution is to hold the team together. While a manager may perceive him to be unproductive, the team might value his jokes for their morale boosting. Some diligence is required in this situation to ensure that fact is separated from opinion before any conclusions are made. Consider regular discussions with team members on an individual basis in order to gauge the pulse of the team.

5- Give the credit and take the blame

Why this is important: Do not indulge in fault-finding or blame games. Pigeonholing a particular member of the team may spread negative vibes within the team and cost you time and quality. Celebrating every small success and appreciating team members will build a sense of camaraderie between team members.

How this is done: Be a coach rather than the star player and let people make mistakes — that’s the only way they will learn. Put sustainable processes in place and ensure clarity of role and accountabilities so team members become empowered and don’t drop the ball. A manager must have the smarts to balance the good of the individual with the good of the team. Appreciate and acknowledge the positive behaviors so that they turn into consistent practices.